People First HR Bloghttp://blog.peoplefirsthr.com
Blogging About Human Resources, Recruiting and MoreTue, 21 Apr 2015 21:10:02 +0000en-UShourly1https://wordpress.org/?v=4.7.6Compensation Survey Registration is NOW OPENhttp://blog.peoplefirsthr.com/compensation-survey-registration-open/
http://blog.peoplefirsthr.com/compensation-survey-registration-open/#respondTue, 21 Apr 2015 21:10:02 +0000http://blog.peoplefirsthr.com/?p=790If evaluating your organization’s compensation and total rewards programs is part of your annual routine, you may have noticed that spring showers bring more than flowers – they also mark the start of compensation survey season.

Why is everyone seeking compensation data at this time of year? Though there are certainly exceptions, most annual changes to employee compensation happen between the months of January and April. Most decisions for these changes take place in October through January. Therefore spring is the busy season for those who gather and report on this information, so it is at its freshest come fall when the most people need it.

Having current compensation data can help your business in many ways, including:

Retaining key performers by ensuring you are adequately compensating the people critical to your survival and success.

Ending the guessing game and allowing you to make sound compensation decisions by staying on top of compensation practices and trends

Attracting the best talent by offering competitive compensation packages.

Giving you easy access to reliable, up-to-date local compensation information to help with employee communications and management discussions.

Right on trend, People First’s 2015/2016 Compensation Survey for Manitoba Employers opens for participation this week and our Saskatchewan survey will open next week. Coming off the unprecedented success of the 2013/2014 survey, these compensation survey returns with a comprehensive look at base salaries and salary range targets, short term incentives/bonuses, benefits and workplace practices exclusively in the Manitoba & Saskatchewan marketplaces.

]]>http://blog.peoplefirsthr.com/compensation-survey-registration-open/feed/0Workplace harassment still a work in progresshttp://blog.peoplefirsthr.com/workplace-harassment-work-progress/
http://blog.peoplefirsthr.com/workplace-harassment-work-progress/#respondWed, 04 Feb 2015 16:46:41 +0000http://blog.peoplefirsthr.com/?p=787In late January, People First hosted a breakfast briefing on harassment in the workplace. The topic had certainly featured prominently in the news cycle late in 2014 and our consultants were fielding more questions on the topic. We invited representatives from The Manitoba Human Rights Commission, Safe Work Manitoba and People First’s Respectful Workplace practice to share some of the cases that are impacting employers in Manitoba, current trends in harassment reporting and what companies can do improve the work environment for all employees.

Martin Cash from the Winnipeg Free Press also made it out to the event, which he featured in his column the next day. Read the full article here.

]]>http://blog.peoplefirsthr.com/workplace-harassment-work-progress/feed/0Looking back at 2014http://blog.peoplefirsthr.com/looking-back-2014/
http://blog.peoplefirsthr.com/looking-back-2014/#respondTue, 30 Dec 2014 20:15:04 +0000http://blog.peoplefirsthr.com/?p=779As we mark the final hours of 2014, we think back upon the year and wonder what headlines were of most interest to HR professionals.

For HR practitioners, the decision in Ontario by the Human Resource Professionals Association (HRPA) to withdraw from the Canadian Council of Human Resource Association (CCHRA) was a big story. It can’t be said that this came as much of a surprise, as the HRPA gave ample notice as to their intentions well before the headlines broke. The biggest item on the HRPA’s agenda was revamping the CHRP designation, which has remained almost unchanged since its introduction in 1990. They rolled out a new framework in the fall, creating three designations where once there was only one.

The impact of the HRPA’s change will continue to be felt in 2015. With the largest membership group exiting the CCHRA, the rest of the country has had to take notice. The Human Resource Association of Manitoba (HRMAM) is currently going through the process of consulting with its membership about the future of the CHRP designation in Manitoba. We expect decisions to be made this spring.

Outside of the profession, harassment in the workplace certainly jumped into the headlines in the last part of the year. If you didn’t know the name Jian Ghomeshi before his infamous Facebook post at the end of October, you probably know more about him now than you would like. We’ve certainly been getting more questions on the topic of what constitutes harassment and where an employer’s obligations begin and end. We’ve had so many questions that we have invited representatives from The Manitoba Human Rights Commission and Manitoba Workplace Safety & Health to speak on the subject at a breakfast on January 28.

The folks over at Canadian HR report have given us a sneak peak at what some of their most read articles were this year. It is no surprise that our headlines mirror theirs. What is surprising is that none-of-the-above are the top viewed story for the year.

[Winnipeg, MB – October 15, 2014] In its 21st year honoring entrepreneurship and innovation in Canada, the EY Entrepreneur Of The Year winners for the Prairie region will be announced next week. People First HR Services, a People Corporation company, is thrilled that Laurie Goldberg, Chairman and CEO of People Corporation has been nominated and is one of only three finalists from Manitoba this year.

Laurie has become a finalist as a result of his vision and execution in building an innovative HR, benefit and group retirement company, recognized as an industry leader across Canada.

“As the President of People First, I am proud to be part of this great HR story and to be able to leverage the knowledge and resources of the entire firm to the benefit or our clients, “says Debra Jonasson-Young.

The Prairie winners will be announced by Ernst and Young Awards in Calgary on October 16, 2014.

About EY Entrepreneur Of The Year

EY Entrepreneur Of The Year is the world’s most prestigious business award for entrepreneurs. The unique award makes a difference through the way it encourages entrepreneurial activity among those with potential, and recognizes the contribution of people who inspire others with their vision, leadership and achievement. As the first and only truly global award of its kind, Entrepreneur Of The Year celebrates those who are building and leading successful, growing and dynamic businesses, recognizing them through regional, national and global awards programs in more than 145 cities in more than 60 countries.

About People First HR Services

People First HR Services is one of the largest HR Consulting, Recruitment & Executive Search, and Career Management firms in Manitoba. Founded in 2000 in Winnipeg, People First`s vision is to be the most trusted provider of people solutions to Canadian business. We contribute substantially to the success of our clients by working with them to: recruit top talent; discover the full potential of each of their employees; and realize the collective strength of a highly-engaged workforce.

In March 2009, People First joined with People Corporation (TSX VENTURE: PEO), a national provider of group benefits, group retirement and human resource services headquartered in Winnipeg. With offices across Canada, People Corporation is a leading consolidator of independent employee benefits, pension and consulting practices in Canada.

##

]]>http://blog.peoplefirsthr.com/prairie-winners-ey-entrepreneur-year-announced/feed/0People Corporation Ranks as one of Canada’s 2014 PROFIT 500 firmshttp://blog.peoplefirsthr.com/people-corporation-ranks-canadas-2014-profit-500-firms/
http://blog.peoplefirsthr.com/people-corporation-ranks-canadas-2014-profit-500-firms/#respondThu, 12 Jun 2014 18:04:32 +0000http://blog.peoplefirsthr.com/?p=763WINNIPEG, MANITOBA – June 12, 2014 – People First HR Services, a People Corporation Company, is proud to share the announcement, that People Corporation has been recognized as one of the fastest growing companies in Canada as part of PROFIT Magazine’s PROFIT 500 ranking for 2014.

Ranking Canada’s Fastest-Growing Companies by five-year revenue growth, the PROFIT 500 profiles the country’s most successful growth companies. A joint venture between Canada’s premier business brands, the PROFIT 500 is published in the July issue of Canadian Business and online at PROFITguide.com. People Corporation reported a five-year revenue growth of 377%.

“Being included again as part of the PROFIT 500 is particularly gratifying, as this represents the fourth time we have been recognized for our outstanding growth by Canadian Business, PROFIT and PROFITguide.com – in 2010 and 2011 as part of PROFIT 50’s rankings which recognize two-year revenue growth, and last year as part of the PROFIT 500 list,” said Mr. Laurie Goldberg, Chairman and CEO.

“The members of the PROFIT 500 are the elite of the country’s entrepreneurial community,” says James Cowan, Editor-in-Chief of Canadian Business and PROFIT. “Their stories are lessons in business strategy, innovation, management excellence and sheer tenacity.”

Mr. Goldberg went on to say, “What is also gratifying is that our vision to build the leading independent national provider of group benefits, group retirement and HR consulting services in Canada, with the best consultants delivering innovative and customized solutions to our clients, is taking hold and we are not only a leader in our industry but within corporate Canada.”

About PROFIT and PROFITguide.com

PROFIT: Your Guide to Business Success is Canada’s preeminent media brand dedicated to the management issues and opportunities facing small and mid-sized businesses. For 32 years, Canadian entrepreneurs across a vast array of economic sectors have remained loyal to PROFIT because it’s a timely and reliable source of actionable information that helps them achieve business success and get the recognition they deserve for generating positive economic and social change. Visit PROFIT online at PROFITguide.com.

About People Corporation

People is a national provider of group benefits, group retirement and human resource services. The Company has offices across Canada, each led by a team of experts and backed by the resources of a national company that is traded on the TSX-V. Our industry experts provide uniquely valuable insight while customizing our innovative suite of services to the specific needs of our clients. Whatever your sector, whatever your scale, putting our expertise and proven track record to work will make a difference to your people and your bottom line.

]]>http://blog.peoplefirsthr.com/people-corporation-ranks-canadas-2014-profit-500-firms/feed/0Executive Compensation – Can You Afford It?http://blog.peoplefirsthr.com/executive-compensation-afford-it/
http://blog.peoplefirsthr.com/executive-compensation-afford-it/#respondThu, 13 Mar 2014 09:18:14 +0000http://blog.peoplefirsthr.com/?p=751With a tightening labour market and the demand for highly skilled executive talent, it’s no wonder more and more organizations are looking to review and revitalize their executive compensation programs. A recent compensation report published by People First HR Services shows that executive salaries are once again on the rise as companies work towards retaining their leaders. Keeping on top of executive compensation is particularly important where the talent pool is limited by factors such as demographics or seemingly unpleasant geographic nuances that some cities present.

Executive compensation continues to be a sensitive topic. It’s not surprising Boards, HR professionals and the executives themselves are apprehensive to openly bring up the subject given the growing scrutiny and doubting public opinion. However, executive compensation is not a topic that any company should shy away from, let alone ignore. Those responsible for executive compensation need to not only be educated on the topic, but also ensure they are engaging experts in the field to ascertain just what a competitive compensation program encompasses. Relying solely on anecdotal information or no information at all, leaves companies at risk of underpaying or overpaying. Companies have a duty to their shareholders/stakeholders to ensure that executive compensation is fair, reasonable and rewards risk appropriately.

If you are not convinced that your executive compensation program should undergo regular review, take a moment to consider the implications of losing a member of your executive team. Now there may be budgetary constraints, but companies can’t afford to be non-competitive on compensation. When a senior leader resigns, it inevitably impacts the organization’s ability to execute on its strategy. Not only is there an interruption in operations for the time that the position is vacant, but also while the new leader is getting up to speed. Then there’s the cost of recruitment as well as the potential impact on employee morale among other issues associated with their departure.

So what are your senior leaders worth?

A recent report published by People First shows that the average salary for a Chief Executive Officer in Manitoba private companies is $194,200 while the average Chief Financial Officer earns $137,500. In Saskatchewan, the average salary for a CEO is $424,800 and a top HR Executive is earns $224,871. Add to that another 30% to 50% annual bonus plus long term incentives, benefits and retirement savings and you have a well-rounded executive compensation program that if designed well will help drive organizational success – assuming you have the right talent in the driver’s seat.

Executive compensation in the public and non-profit sectors is equally important. These organizations should have a process in place to bring in external expertise to assist in setting executive wages to avoid the risk public criticism, tarnished reputations and even the demise of the organization. The stakes are too high to ignore and there is little tolerance for organizations who cannot clearly articulate the reasoning behind how much their executive team is compensated.

All organizations should review their executive compensation program on an annual basis to ensure it continues to meet the needs of the organization and is keeping pace with market changes. Executive salaries in Manitoba are expected to rise on average 3% in 2014, while Saskatchewan it is slightly higher at 3.7%. In addition to the annual review, the program should undergo a comprehensive review every three years.

If your organization cannot confidently explain how your executive compensation program compares to the defined market, then it’s time to gather up the details of your program, define your compensation philosophy and obtain reliable market data to assess your competitive positioning in the market.

An efficiently designed total compensation program is an important ingredient in an organization’s ability to recruit and retain a high performing executive team. A high performing executive team is imperative to being a high performing organization.

]]>http://blog.peoplefirsthr.com/executive-compensation-afford-it/feed/0Who are these aliens we call millennials?http://blog.peoplefirsthr.com/millennials-leverage-employment-contracts/
http://blog.peoplefirsthr.com/millennials-leverage-employment-contracts/#respondSat, 18 Jan 2014 15:56:31 +0000http://blog.peoplefirsthr.com/?p=693Call them Millennials, Generation Y or the young adults still living in your basement, this is the generation that is supposedly going to save us Gen X’ers and older. Yes, this is the generation who received trophies not only for participating in sports, but just for showing up it seemed. The National Institute of Health reports that 40% of Millennials got so many participation trophies growing up that they believed they should be promoted every two years, regardless of performance.

Let’s face it, these were the kids who were coddled and cuddled, parented by “helicopter” parents and taught that there is no such thing as “winners” and “losers” before the age of 12 thanks to well-intentioned sports associations. The impact of this can be proven, I would suggest, by the number of young adults still living with their parents.

According to a recent poll of “Emerging Adults”, more people ages 18-29 live with their parents than with a spouse. Many of these children have grown up in single parent homes with their parents’ generation having the highest rate of divorce so far. This is the generation that has grown up with technology integrated into every aspect of their lives and try to find one now without a mobile device surgically attached to their hand, or so it would seem.

So who are the Millennials? Depending on the source, this group is generally thought of as those born from 1980 to 2000. These are the teens and twenty-somethings that are over-confident and self-involved, who expect that life will hand them success just for showing up. It is this empowered generation who frightens the heck out of us. For Baby Boomers who grew up in a home that would have displayed the family photo, school photos of each child and someone’s military photo, today’s middle-class family has hundreds of pictures in the palm of their hand. Millennials have come of age with their entire lives digitally recorded.

So where did we go wrong? Part of the blame is attributed to our desire to build our children’s self-esteem to ensure success in life. Unfortunately, according to research, while kids with high self-esteem did better in school and were less likely to get into trouble, when we boost self-esteem the effect is a natural boost in narcissism. So that cute little t-shirt that promoted your child as a princess or rock star along with your affirmation has resulted in a generation that is disappointed that the “real world” does not acknowledge their greatness. Research shows that 58% more post-secondary education students score higher on a narcissism scale in 2009 than 1982. The effect of narcissism is entitlement. Yes, that entitlement attitude we see walking into the human resources department looking for a job.

Now consider the impact of this new generation in the workplace. Dubbed at times the “me, me, me” generation, they are children of the Baby Boomers who were known as the “me” generation. Millennials are said to have a prolonged life stage between being a teenager and becoming an adult. They live under the constant influence of their teenage peers. A person cannot grow up just hanging around other teenagers – just ask Peter Pan. To develop intellectually a person must relate to older people and older things.

Companies are beginning to adjust to Millennials habits and expectations. With low unemployment and Baby Boomer retirements, Millennials are able to use this leverage to negotiate better employment contracts.

The positive side – all psychologists who fret over the narcissistic behaviour of Millennials agree that they are nice. Millennials are more accepting of differences having grown up in classrooms where children actually reflected society in terms of colour, race, religion, gender, disability and so on. They are eternally optimistic, pragmatic idealists and have an acronym for everything (LOL). They live off their parents making them the generation on record with the lowest debt. This is said to possibly be the last large birthing group that will be easy to generalize about. Already sub-generations are emerging within this group resulting in siblings who don’t understand each other.

So what’s an organization to do who employs Millennials, or want to attract them to their organization? Here are some simple suggestions that may be effective in your workplace:

Allow personal cell phone access during work hours

Provide cell phone charging stations in the lunch room (I saw these at the Minnesota Vikings Metrodome – great idea)

Build in frequent salary increases for top performers – once a year isn’t going to cut it

Develop a strategic recognition program that provides frequent reinforcement and rewards for desired behaviours

Distinguish top performers from average

Train managers on how to recognize their people for individual and team efforts

In work environments that have “down time”, such as call centres, allow university students to study/complete homework during these slow times

Implement an employee referral program and pay your people to bring referral employees to the organization – your team members will tend to stay longer when their friends are also working at the same place

Build some fun into the daily work routine

Develop a program that encourages your employees to bring forward ideas that will improve work processes and reward them for their efforts

Having managed Human Resources in a workplace where approximately 75% of the employees were Millennials, I’ve seen firsthand how this generation can bring energy and excitement into the workplace. They can also certainly bring headaches and frustration as it sometimes feels like you are dealing with the Millennials you have at home. The Millennial we have at home (yes, two gone and one to go) will one day move out (hint, hint). As parents, we can only hope we have prepared them for the “real” employment world. As an employer, we can learn a lot from this generation – we just have to watch and listen.

]]>http://blog.peoplefirsthr.com/millennials-leverage-employment-contracts/feed/0Are you Social Media Savvy?http://blog.peoplefirsthr.com/social-media-savvy/
http://blog.peoplefirsthr.com/social-media-savvy/#respondSat, 20 Jul 2013 14:45:46 +0000http://blog.peoplefirsthr.com/?p=680There’s no turning back – social media is here to stay so why not make the most of it, both personally and professionally!

Source: spently.com

LinkedIn was my first foray into the social media world, followed by Twitter then eventually Facebook and others. Did I succumb to social pressures to join? No, I would say more out of self preservation at first. Then, as I started to see the benefits of these technology tools, I realized it was time to embrace the concept and jump in with both feet.

Having swum in these waters now for about five years I’ve learned a lot along the way. However, technology is changing fast and it is wise to ensure that what you’re “doing” in the social media space is not misrepresenting you and not detrimental to your career or personal life. According to a recent survey, Facebook has been linked to 66% of divorce cases in the U.S. A quick internet search divulges endless faux pas one can make on LinkedIn to kill their career in a flash.

If you want to protect your reputation, your career and your organization, here are a few tips I gathered from our resident social media expert and talent sourcer Annette Kohut of People First HR Services along with some of my own suggestions:

It’s okay to adapt a different personality for each of the different social media platforms. Twitter calls for you to share your thoughts in short, professional snippets (don’t write a novel); while Facebook allows you to share more personal aspects of your life with family and friends, such as recent vacations, job changes and so on.

Your followers on Twitter are savvy and everyone feels they have the right to respond to your comments. Be careful how your respond back, if you do, when a critical comment is made. Don’t pick fights on any social media platform – nothing good will come of this.

Everything, and I mean everything, you put on social media is there FOREVER. Before you post a status update, upload a picture, or tweet your thoughts, stop, think and ask yourself, “If this showed up on the front page of the local newspaper tomorrow, would it matter?” Maybe even more impactful, what will your children think about your post 20 years from now? According to a report by CNN.com, Twitter and the Library of Congress announced that every public tweet posted since Twitter began in 2006 will be archived digitally by the federal library.

Each social media platform has intended or unintended uses as they have evolved. For example, LinkedIn is used primarily for business purposes – we don’t need to hear about your child’s wedding or how your golf game went. Twitter is good for business and personal topics – just remember that your business contacts can see your personal posts too. Facebook is more personal – so make sure you have set your security settings appropriately so your potential employer doesn’t discover what’s behind your kimono.

Every time you put a statement ‘out there’ that people can see, you are being judged, whether you like it or not. As well, just like email and other forms of electronic communication, people may misinterpret what you mean.

Be respectful of the online community. Social media can be your friend in business and it can turn on you in an instant. A classic example was in 2012 when the Manitoba PC Youth Party Leader quit over racist comments he made on a social media website.

Never post confidential information. In organizations, make sure you have protocol in place for how you are going to handle a social media mistake made by one of your employees. Educate your people on how to use social media for business purposes and follow that up with a company policy as a proactive measure to protect the organization.

Don’t post content without proofreading, while tired or under the influence of alcohol.

Make sure you understand the mechanics of social media. Hashtags, @ replies, #FF, tagging, direct messages versus public post – we’ve all made the occasional mistake. The stakes are high – make sure you get it right.

My personal pet peeve – don’t post on LinkedIn about what you just cooked and ate. Save that for your Facebook friends who will be delighted to see your latest creation.

Social media can be a great communication tool when used properly. Don’t be afraid and don’t be a ‘lurker” (you know, the people who don’t post anything and just lurk around snooping into other’s social media space). Do a little research, talk to someone who is social media savvy and get started. It can be fun personally and rewarding professionally. It can save you a ton of time getting up to speed with news from around the world and it can keep you up late into the night as you discover a whole new world on Pinterest (caution – highly addictive).

Ralph Waldo Emerson spoke wisely when he said “There are many things of which a wise man may wish to be ignorant.” In other words, the whole world doesn’t really need to know the nasty details of your latest ailment or how lonely you are since your break-up. Save that for the doctor and your best friend.

If you wake up feeling grumpy just at the thought of going to work, chances are it’s time to move on. Your work life can make up the better part of how you spend your waking hours, and if that time is spent doing something you don’t enjoy, or actually despise, that’s a whole lot of wasted time in your life.

Sometimes people will say they can’t leave a job for one reason or another. I would suggest they probably can leave; they may just have to make some sacrifices to accomplish a change in employment. It could be a matter of your good health and happiness that ultimately forces you to change jobs — better to do it before you retire, miserable you didn’t do it sooner. More so, make the change before the stress of an undesirable job takes its toll on your positive mental health.

Review this list of signs and symptoms, and if you can relate to one or more of these points, then you may want to begin your new job search today. Just make sure you have your new job lined up before you hand in your resignation.

No room for advancement or to build new skills. Some people are perfectly fine with doing the same job and the same tasks every day, and that’s OK. If you’re eager to grow and learn and can’t find that where you are, time to search the classifieds.

Significantly underpaid for your skills relative to the market. If you are not paid your market worth, and the organization won’t budge on salary, perhaps it’s time to find some place that values your talents.

Random ailments or continual illness becomes the norm. Do you find yourself getting sick at the beginning of the work week and miraculously feeling better as the weekend approaches? Listen to your body and start your job search.

Days are spent complaining. If your conversations at work and outside of work revolve around complaints about your job, do everyone a favour and figure out where your next move will be.

Every workday is started by counting down how many days until you have time off. If you don’t enjoy what you are doing for a living, then start networking to find a new workplace. Do you really want to spend an average of 40 hours a week or more loathing your work?

Your boss is a jerk. Everyone deserves to be treated respectfully. If you can’t seem to ever please your boss and you get treated like garbage, then get out of there fast.

Feelings of resentment are starting to appear. If you get to work and have feelings of regret and bitterness, time to seek out some career counselling before those feelings manifest themselves into anger or despair.

Your talents are not recognized nor utilized. If you find your professional strengths are not being put to use or no one seems to appreciate your contributions to the organization, it’s time to move on.

Good benefits are the only reason you stay. While this certainly is an important attraction tool for employers, it’s not a good enough reason to stay. Good benefits need to be supported by good leadership, a supportive working environment, competitive pay practices and so on in order for a person to perform at their best and truly feel satisfied.

The job pays really well. Now this may sound like a peculiar reason to leave a job; however, if you’re only staying because the pay is exceptional, sooner or later you will start to feel trapped. Being overpaid for your skill set makes it tough to leave.

The voices in your head won’t stop. If you have that nagging sense you should be making a move, you may want to listen to that inner voice of reason.

If you’re not happy at work, it will show by your actions, behaviours, words and so on. If your boss is paying attention, they will pick up on this and may start a conversation with you. If that happens, hopefully you can have an honest discussion about what’s making you unhappy. Perhaps there is a solution such as an internal transfer to another department. If you are a skilled employee with a good work record, your employer will want to keep you. Of course there are some things your employer can’t change, or may not want to.

If you continue to work in a job where you are not happy, it can impact you negatively both on the job and at home. Your quality of work may suffer which can impact references or even result in termination by your employer before you are ready to leave. Your personal life may suffer too when you carry that resentment home with you.

Life really is short. You need to work to pay the bills, so why not spend work time where you enjoy what you do and really feel you’ve made a contribution.

Many careers depend on the ability to attract and interact with customers, clients or members, and yet, the first meeting with someone new can be nerve-rattling — ranking somewhere between getting ready for a first date and going to a job interview.

You rehearse what to say, all the while hoping that you’ll not only represent your organization well, but impress a prospective customer enough to win their trust and their business. Of course, there’s a bit of added pressure knowing that you’ll have to face your boss, who will be asking, “Well? How did it go?”

If you do some initial fact gathering before the meeting; that is, knowing who you’re meeting with and why, you should be assured that you’re walking in with a clear understanding that they are a good fit for your services. A little preparation will ensure that you are not wasting their time or yours. Now on to Step Two.

Like a job interview or first date, all the little things that you do add up to making a good impression.

First and foremost, be respectful. Show up for the meeting on time, if not five minutes early. Dress professionally and appropriately for the place you are meeting (when in doubt, bump it up a notch to show that you take this customer seriously). If the meeting is at the client’s place of business, be courteous to the receptionist and everyone you come in contact with, because you never know whose opinion will factor in to a final decision.

After you and your potential customer exchange polite handshakes and smiles, what you do and say can really set you apart. Here are some tips for making a great impression:

DO take notes. Remember that the goal of the meeting is to learn what their needs are and how you can meet them, so make a point of taking down notes as you listen. At the same time, be sure not to bury your head in your notepad or tablet. Make frequent eye contact to show that you are engaged in the conversation.

DO take notice of items around their office and search for the right opportunity to use these items as a catalyst for building a relationship. For example, you may notice they have several golf-related trinkets and could enquire about their interest in golf and share your love of the game. Making these kind of connections early in the conversation can go a long way to building trust.

DON’T answer your phone or view texts during the meeting. Whatever it is can wait, so just shut your phone off to avoid distraction and give the customer your full attention.

DO stop pitching and take time to listen. Yes, you may be there to sell, but remember that you are also on a mission to learn everything you can about this person’s business and to become a trusted service provider to them. As a rule of thumb: talk less, listen more.

DON’T whisper to the colleague you brought along.

DON’T overwhelm the potential customer with jargon, it comes off as arrogance. You risk losing their attention or leaving them confused, which is no way to win them over.

DO be honest and establish trust. It’s important to present your organization’s strengths, achievements and other shining attributes, but if they ask to hear about your failures or weaknesses, be truthful. It’s a great opportunity to explain how your organization has learned from its mistakes, fixed them properly and moved on to do bigger and better things.

DON’T over-promise more than you can realistically deliver, or else you are setting up expectations that will lead to disappointment down the road.

DO clarify next steps. Don’t leave things in limbo or wait for them to make the next move. It is appropriate to make an action plan before you leave the meeting. In fact, it lets the customer know that you don’t expect the time you’ve spent together to have been wasted.

DON’T forget to bring “leave behinds.” A meeting quickly loses momentum as soon as it is over, and a customer can easily forget what has been said. Leave behind some marketing materials or follow up with a brief meeting summary to keep the conversation going.

DO thank them for their time. Their time is valuable and you want to ensure they know you appreciate the time they have extended to you.

Above all, be considerate of the client before, during and after your meeting. That means always putting yourself in their shoes and thinking about what their needs are in order to create a relationship of trust and loyalty.